Learn essential tips for successful teleworking
Telework is designed to support the department’s operation to the greatest extent possible, allowing flexibility and work life balance. Below is information for employees seeking general guidelines about telework.
Become familiar with your department’s telework policy and procedures
Review your department’s telework policy and procedures to become familiar with the program. Navigate through the employee section of this website and use the information and contacts provided to become a successful teleworker. For guidance navigating the process, please consult with your supervisor.
Assess Readiness to Telework
When deciding if you want to request to telework, identify if your position is eligible, consider the Self-Assessment questions, and consult with your supervisor
Departments have discretion to make eligibility determinations subject to operational needs. Your department’s policy will outline eligibility for telework. Consult with your supervisor about your eligibility to telework. For more information on state guidelines, refer to Telework Eligibility and Participation.
Think critically about whether your position can effectively be performed remotely. If you wish to develop a proposal for a telework arrangement, consider how you will address factors such as attendance at routine and ad-hoc meetings, coworker interactions and collaboration, communication with your supervisor about status and progress of your responsibilities, how you propose to remain available for communication during work hours.
You may find it helpful to consider the questions outlined in the Self-Assessment below. Consider the following factors in making an honest determination about your telework capabilities. Note any concerns you may have and how you plan to address them in order to telework.
- Will the amount of telework proposed support your ability to accomplish your tasks and assignments efficiently?
- Does the nature of work performed allow you to meet operational expectations while teleworking?
- Are you comfortable working remotely for the amount of time you have requested to telework?
- Are you willing to be flexible while teleworking to respond to the needs of the manager, the workgroup, and the work?
- Are you in compliance with the department’s Information Security and Privacy Awareness Training?
- Have you signed and acknowledged the department’s Information Security and Privacy guidelines and laws?
- Is your planned alternate work location amenable for you to perform your duties?
- Is your planned alternate work location safe (e.g., free of tripping hazards, smoke detectors in place, electrical outlets are permanent in nature and properly ground)?
- Do you have the ability to ensure the alternate work location is free from distractions (e.g., home based learning for students, children, friends, television, or other responsibilities)? What distraction mitigation will be in place if needed?
- Do you regularly meet your schedules and deadlines?
- Do you have effective time management skills?
- Do you have organized work practices?
- Would your supervisor agree with your assessment?
- Do you feel comfortable using the technologies that will be needed to telework?
- Do you have reliable phone and internet service/connectivity?
- Do you return emails, calls, and other messages in accordance with office procedures?
- Do you have the ability to ensure good communication with your supervisor, co-workers and customers?
- What is your communication preference? Is this preference complementary with your department’s telework policy or supervisor’s communication expectations?
Complete the Telework Agreement (STD 200) and submit to your supervisor
The Statewide Telework Policy mandates that each teleworker has an approved agreement on file. All teleworkers and their supervisors must use the STD 200 to formalize the telework arrangement. Once the department implements its Telework Policy, employees will be required to sign a new STD 200.
The Telework Agreement includes provisions including expectations, you and your supervisor’s responsibilities, the equipment you will use, and the communication methods you will use. To prepare the Telework Agreement, complete the following:
- Meet with your supervisor to set the terms of your telework agreement.
- Develop your proposed work schedule collaboratively with your supervisor. Your telework schedule is documented in the STD 200.
- Discuss your proposed alternate work location with your supervisor. Ensure that you have a location identified that is free from distractions. Additionally, ensure that any personal responsibilities do not affect your normal work duties or professionalism. For additional information, refer to Telework Better.
- Ensure you have the proper equipment to get started or maintain telework including an effective work environment and internet access at your alternate work location.
- You are responsible for maintaining your workstation and equipment at your alternate work location.
- If you have questions regarding what you will need for internet bandwidth, consult with your supervisor.
- Review your best practices to ensure information assets are secure including your department’s Acceptable Use Policy and Information Security and Privacy Awareness training.
- Review your department ergonomic guidelines to ensure your workstation is set up ergonomically correct.
- Review best practices for communication, physical safety guidelines, etiquette, and effective meeting management.
If your supervisor denies your request for telework, refer to your department’s denial process to better understand reasons why a telework request could be denied. You may also meet with your supervisor to discuss the denial and when you may request reconsideration.
Your supervisor will review your Telework Agreement at least annually to ensure the agreement continues to meet business needs.
Take employee telework training
Telework related training opportunities are listed on this site in the Find Training page. Additionally, your department may also offer training in areas of telework processes and policy.
Engage in telework
Maintain Established Performance Standards
Ensure you maintain established performance standards when teleworking. Request coaching and mentoring from your supervisor if you experience any difficulties in meeting expectations. Consult with your supervisor as soon as you have any technical difficulties.
Your performance while teleworking will be evaluated in the same manner as prior to telework. Additionally, you will have access to the same work, training, and promotional opportunities whether you are working from the office or an alternate work location.
Provide Feedback on the Telework Program
You may be asked to voluntarily participate in studies or surveys to evaluate the effectiveness of your department’s telework policy and the statewide telework policy.
Complete Work Processes Independently
Be sure that your telework schedule allows you to complete your work processes independently while working remotely and does not interfere with interactions you normally have with your supervisor, fellow employees, and customers.
Be considerate that your office centered co-workers have responsibilities of their own to meet. As a teleworker, be mindful and do not rely on them to finish any of your work operations such as scanning a document or asking them to print something for you and adding it to the daily outgoing mail. You are truly teleworking when you fulfill a work function from start to finish while working remotely!
Request Approval for Schedule Changes
Remember to follow established processes, procedures, and policies for any changes to your schedule just as you would if you were in the office. Comply with your supervisor’s expectations to request and obtain approval for leave, overtime, or any variation to your work schedule.
If you are a non-exempt employee, remember that under the Fair Labor Standards Act (FLSA) you may not work any overtime without prior written approval of your supervisor. Follow your department’s processes and maintain appropriate records of hours worked including, but not limited to, overtime hours as required by Department policy.